Anxiety at work is more common than many people realize—and it doesn’t always look like someone visibly panicking. It can show up in missed deadlines, constant worry, lack of confidence, or even silence in meetings. As a manager, you may not always recognize the signs right away, but you play a big role in supporting your team’s mental well-being.

Let’s walk through how to deal with work anxiety from a management perspective—what to look for, how to respond, and ways to build a supportive environment where employees feel safe, seen, and set up to succeed.

Warning Signs of Anxiety

One of the first steps to learning how to deal with anxiety at work is recognizing the signs. Anxiety doesn’t always manifest the same way in every person, but there are a few red flags managers can keep an eye out for:

• Drop in productivity: A team member who’s usually consistent may start missing deadlines or avoiding tasks.
• Mood swings: Sudden changes in attitude, irritability, or emotional outbursts can be tied to internal stress.
• Increased absenteeism: Taking more sick days, signing off early, or disengaging from the team could be someone trying to cope in silence.

These behaviors aren’t always about poor performance—they could be subtle signs of someone dealing with more than just a bad day.

Triggers of Work Anxiety

Understanding what contributes to workplace anxiety can help you create an environment that reduces unnecessary pressure. Common triggers include:

• Heavy workloads and unrealistic deadlines
• Poor communication with peers or managers
• Lack of role clarity or job insecurity
• Conflict that goes unresolved
• Constant change without support or preparation

Managers may not be able to eliminate every stressor, but acknowledging these challenges is the first step toward learning how to overcome work anxiety in the workplace. Sometimes, simply asking, “What’s getting in your way?” can open the door to productive, supportive conversations.

How L&D Can Help

You don’t have to tackle anxiety alone—this is where your Learning & Development (L&D) team can step in. If you’re wondering how to get over work anxiety as a team or support others through it, start by encouraging the right training and resources.

• Normalize stress conversations: Courses that focus on mental health, emotional intelligence, or mindfulness can help employees feel less alone and more equipped.
• Upskill managers: Give leaders the tools they need to support others—like coaching skills, active listening, and managing with empathy.
• Boost confidence through training: Often, anxiety stems from feeling unprepared. Offering job-specific training can build competence and ease performance-related stress.

Your L&D strategy can directly impact how well your team learns how to deal with work anxiety—both personally and professionally.

Establishing a Wellness Initiative

Beyond individual conversations and training sessions, a more comprehensive way to support employees is through a wellness initiative. Think of this as a long-term investment in your people—not just a one-time event.

Wellness programs don’t have to be overly complex. They can start with informal check-ins, structured mental health days, or optional stress management workshops. The key is creating consistent, visible opportunities for employees to prioritize their well-being.

Benefits of a Wellness Initiative

When organizations take mental health seriously, the results speak for themselves:

• Improved morale: When employees feel supported, they’re more engaged and motivated.
• Better performance: Reducing anxiety helps people focus, make better decisions, and work more effectively.
• Increased retention: People stay where they feel valued. A workplace that invests in mental health sends a clear message: “We care.”

Supporting mental well-being isn’t just a feel-good idea—it’s a business strategy that drives productivity, loyalty, and innovation.

What to Include

If you’re thinking about how to create a more structured wellness effort, here are a few simple but effective ideas:

• Clear communication: Encourage open conversations about mental health. This starts with leadership and trickles down through every level.
• Mental health policies: Set expectations and guidelines around respectful communication, time off, and how to seek support when needed.
• Training opportunities: Offer learning experiences focused on resilience, stress management, emotional intelligence, and conflict resolution.
• Encourage rest: Help employees take breaks without guilt. Promote balance by modeling it—when managers take care of themselves, teams are more likely to do the same.

Overcoming Employee Anxiety

Learning how to overcome work anxiety is a journey—and managers play a crucial role in helping employees along the way. With empathy, communication, and a few practical tools, you can make your team feel more supported, less overwhelmed, and more connected to their work.

Anxiety at work may be common, but it doesn’t have to be a barrier to success. When you know how to deal with work anxiety in real, meaningful ways, you empower your team to thrive—not just survive—in today’s fast-paced world.

Knowing the difference between stress, fear, and anxiety, and implanting these strategies can help you build stronger, closer teams, while opening a dialogue about mental health in the workplace. Check out our ebook on mental health in the workplace for even more tips!